One-in-Five Diverse Workers Have Experienced Discrimination or Unfair Treatment at Work, CareerBuilder.com and Kelly Services Su
19 Giugno 2007 - 3:00PM
PR Newswire (US)
CHICAGO and TROY, Mich., June 19 /PRNewswire/ -- CareerBuilder.com
and Kelly Services released the results of a new study, conducted
by Harris Interactive, of diverse workers and non-diverse workers
across the country. The purpose of the study was to gauge the
frequency, severity and occasion for perceptions of discrimination
or unfair treatment in the workplace, whether employee diversity is
valued and how diversity impacts hiring decisions, compensation and
career advancement. While the list of factors that makes one
diverse is wide-ranging, this study focused primarily on workers in
seven groups: 1) African American 2) Hispanic 3) Asian 4) Female 5)
Gay/Lesbian/Bisexual/Transgender (GLBT) 6) Individuals with
disabilities and 7) Mature workers age 50 or older. Incidence of
Discrimination or Unfair Treatment in the Workplace Twenty-three
percent of diverse workers said they have been discriminated
against or treated unfairly in the workplace based on their diverse
background. Individuals with disabilities reported the highest
incidence at 44 percent of workers while Asian workers and mature
workers reported the lowest incidence at 21 percent each. The other
diverse groups in this study averaged 28 percent (African American
30 percent; Hispanic 29 percent; Female 25 percent; and GLBT 28
percent). Discrimination was not limited to those who classified
themselves as diverse. Fifteen percent of non-diverse workers
(defined as Caucasian males who are not GLBT, disabled or age 50 or
older) said they felt discriminated against or treated unfairly in
their workplace based on their non-diverse background. Severity of
Discrimination or Unfair Treatment in the Workplace While half (55
percent) of diverse workers who experienced discrimination or
unfair treatment categorized it as moderate, nearly one-in-five (19
percent) described it as severe. Among those reporting severe
discrimination, Asian and Hispanic workers reported the highest
levels (26 percent), followed by African American workers (22
percent), mature workers (16 percent), GLBT workers (13 percent)
and workers with disabilities (11 percent). Frequency of
Discrimination or Unfair Treatment in the Workplace When asked how
often they feel discriminated against or treated unfairly, 36
percent of all diverse workers said it happens occasionally
(defined as 1 to 3 times per year) while 24 percent reported a
monthly occurrence and 30 percent reported at least a weekly
occurrence. Workers with disabilities reported the highest
incidence of experiencing discrimination or unfair treatment on a
daily basis at 5 percent. Workers with disabilities, mature workers
and female workers reported the highest incidence of experiencing
discrimination or unfair treatment at least once a week at 38
percent, 34 percent and 31 percent respectively. They are followed
by 29 percent of Hispanic workers, 27 percent of African American
workers, 22 percent of Asian workers and 21 percent of GLBT
workers. GLBT workers reported the highest incidence (60 percent)
of experiencing discrimination or unfair treatment in the workplace
once a month. Discriminating or Unfair Behaviors as Cited by
Diverse Workers The most common incidents of discrimination or
unfair treatment involved: -- Not receiving credit for one's work
(48 percent) -- Not having concerns addressed or taken seriously
(42 percent) -- Having co-workers talking behind one's back (33
percent) -- Being overlooked for a promotion (32 percent) -- Not
being assigned to projects that will help worker gain more
visibility in the company (32 percent) -- Having co-workers say
derogatory comments to or in front of worker (31 percent) --
Feeling ideas or input are generally ignored (30 percent) "While
employers have come a considerable way in implementing fair and
equal workplace practices, this study indicates that there is still
much room for improvement," said Rosemary Haefner, vice president
of Human Resources at CareerBuilder.com. "Diverse perspectives fuel
rich idea generation, creativity and strong business performance.
Companies that are not fostering a work environment that embraces
and cultivates diversity and open communications are working
against themselves." Reporting of Discrimination or Unfair
Treatment Unfortunately, most of the discrimination or unfair
treatment goes unaddressed. Half (50 percent) of diverse workers
who experienced discrimination or unfair treatment said they did
not report the incident. Of these workers, 64 percent said they
didn't think reporting the incident would make a difference while
35 percent feared being labeled as a trouble-maker and 32 percent
feared losing their jobs. Three-in-ten diverse workers (31 percent)
did bring attention to the discrimination or unfair treatment by
reporting it to their direct supervisor. Another 25 percent
reported it to Human Resources while 19 percent reported it to
senior management. However, only 30 percent of those who made a
claim felt it was taken seriously and, in 73 percent of the cases,
the offender was not held accountable. Only 6 percent ever took
legal action against their employer. When asked why those being
discriminated against stay with their current employer, more than
half (64 percent) said they couldn't afford to quit. Twenty-one
percent of all workers -- both diverse and non-diverse -- said they
have witnessed what they perceived to be discrimination or unfair
treatment of a co-worker based on their diverse background.
Sixty-one percent did not report it. "For companies to attract
well-qualified, experienced and diverse employees, it's important
to have formal policies against discrimination and prescribed
reporting processes to address concerns should they occur," said
Nina Ramsey, senior vice president of Human Resources at Kelly
Services. "It is also critical that companies routinely evaluate
their hiring practices, leadership development and succession
practices to ensure they are creating and enforcing a healthy,
balanced, and diverse work culture." Diversity and Hiring The
majority of diverse workers said their diverse background does not
influence whether someone will hire them. While 32 percent said
their diverse backgrounds work against them when interviewing for a
job, 11 percent said it works in their favor. Workers with
disabilities reported the highest incidence of their diverse
background working against them as job candidates at 59 percent
while Asian, Hispanic and African American workers reported the
highest incidence of their diverse backgrounds working in their
favor at 19 percent, 18 percent and 16 percent respectively. In
terms of involuntary termination, one-in-ten diverse workers (11
percent) said they believed had been fired at some point in their
career based on their diverse background. Workers with disabilities
were twice as likely (27 percent) to report this form of
discrimination or unfair treatment. Pay and Career Advancement By
Segment African American Workers -- 33 percent feel they are paid
less than Caucasian co-workers who have the same skills and
experience; 7 percent feel they are paid more; 54 percent feel they
are paid the same. -- 37 percent feel they have less career
advancement opportunities compared to Caucasian co-workers who have
the same skills and experience; 1 percent feel they have more; 53
percent feel it's the same. Hispanic Workers -- 22 percent feel
they are paid less than Caucasian co-workers who have the same
skills and experience; 6 percent feel they are paid more; 58
percent feel they are paid the same. -- 27 percent feel they have
less career advancement opportunities compared to Caucasian
co-workers who have the same skills and experience; 3 percent feel
they have more; 57 percent feel it's the same. Asian Workers -- 23
percent feel they are paid less than Caucasian co-workers who have
the same skills and experience; 4 percent feel they are paid more;
69 percent feel they are paid the same. -- 34 percent feel they
have less career advancement opportunities compared to Caucasian
co-workers who have the same skills and experience; less than 1
percent feel they have more; 60 percent feel it's the same. Female
Workers -- 27 percent feel they paid less than male co-workers who
have the same skills and experience; 5 percent feel they are paid
more; 46 percent feel it's the same. -- 24 percent feel they have
less career advancement opportunities than male co-workers who have
the same skills and experience; 3 percent feel they have more; 49
percent feel it's the same. Workers with Disabilities -- 20 percent
feel they are paid less than co-workers without disabilities who
have the same skills and experience; 2 percent feel they are paid
more; 51 percent feel it's the same. -- 52 percent feel they have
less career advancement opportunities than co-workers without
disabilities who have the same skills and experience; 2 percent
feel they have more; 20 percent feel it's the same.
Gay/Lesbian/Bisexual/Transgender Workers -- 12 percent feel they
are paid less than heterosexual co-workers who have the same skills
and experience; 10 percent feel they are paid more; 74 percent feel
it's the same. -- 30 percent feel they have less career advancement
opportunities than heterosexual co-workers who have the same skills
and experience; 0 percent feel they have more; 65 percent feel it's
the same. Mature Workers (50 years and older) -- 18 percent feel
they are paid less than younger co-workers who have the same skills
and experience; 27 percent feel they are paid more; 46 percent feel
it's the same. -- 25 percent feel they have fewer career
advancement opportunities than younger co-workers who have the same
skills and experience; 4 percent feel they have more; 51 percent
feel it's the same. Non-Diverse Workers (Caucasian Male, Under 50,
Not Disabled or GLBT) -- 52 percent feel workers with a diverse
background are given preferential treatment at their companies. --
11 percent feel they are paid less than workers of a diverse
background with the same skills and experience; 4 percent feel they
are paid more; 84 percent feel they are paid the same. -- 24
percent feel they have fewer career advancement opportunities than
workers of a diverse background with the same skills and
experience; 7 percent feel they have more; 69 percent feel it's the
same. Survey Methodology This survey was conducted online by Harris
Interactive on behalf of CareerBuilder.com and Kelly Services among
953 Workers (age 18+ within the United States, employed full-time
or part-time) with 803 being Diverse Workers (age 18+ within the
United States, employed full-time or part-time, 461 Ethnic Workers,
155 African American/Black, 150 Hispanic, 156 Asian, 150 Disabled,
155 GLBT, 306 Mature Workers age 50 to 61, 436 Female) and 150
Non-Diverse Caucasian Male workers between March 15 and March 21,
2007. Figures for age, sex, race/ethnicity, education, region and
household income were weighted where necessary to bring them into
line with their actual proportions in the population. Propensity
score weighting was also used to adjust for respondents' propensity
to be online. With a pure probability sample of 953 one could say
with a ninety-five percent probability that the overall results
have a sampling error of +/- 3.2 percentage points. With a pure
probability sample of 803 one could say with a ninety-five percent
probability that the overall results have a sampling error of +/-
3.5 percentage points. Sampling error for data from subsamples is
higher and varies. However that does not take other sources of
error into account. This online survey is not based on a
probability sample and therefore no theoretical sampling error can
be calculated. About Kelly Services Kelly Services, Inc.
(NASDAQ:KELYA) (NASDAQ:KELYB) is a Fortune 500 company
headquartered in Troy, Mich., offering human resource solutions
that include temporary staffing services, outsourcing, vendor
on-site and full-time placement. Kelly operates in 33 countries and
territories. Kelly provides employment to more than 750,000
employees annually, with skills including office services,
accounting, engineering, information technology, law, science,
marketing, creative services, light industrial, education, and
health care. Revenue in 2006 was $5.5 billion. Visit
http://www.kellyservices.com/. About CareerBuilder.com
CareerBuilder.com is the nation's largest online job site with more
than 21 million unique visitors and over 1.5 million jobs. Owned by
Gannett Co., Inc. (NYSE:GCI), Tribune Company (NYSE:TRB), The
McClatchy Company (NYSE:MNI) and Microsoft Corp. (NASDAQ:MSFT), the
company offers a vast online and print network to help job seekers
connect with employers. CareerBuilder.com powers the career centers
for more than 1,100 partners that reach national, local, industry
and niche audiences. These include more than 150 newspapers and
leading portals such as America Online and MSN. More than 300,000
employers take advantage of CareerBuilder.com's easy job postings,
20 million-plus resumes, Diversity Channel and more. Millions of
job seekers visit the site every month to search for opportunities
by industry, location, company and job type, sign up for automatic
email job alerts, and get advice on job hunting and career
management. CareerBuilder.com and its subsidiaries operate in
Europe, Canada and Asia. For more information, visit
http://www.careerbuilder.com/. Media Contacts: CareerBuilder.com
Kelly Services Jennifer Sullivan Renee Walker (773) 527-1164 (248)
244-4305 DATASOURCE: CareerBuilder.com; Kelly Services, Inc.
CONTACT: Jennifer Sullivan of CareerBuilder.com, +1-773-527-1164, ;
or Renee Walker of Kelly Services, +1-248-244-4305, Web site:
http://www.careerbuilder.com/ http://www.kellyservices.com/
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